The Bigfoot Group is committed to supporting, developing and promoting a culture of diversity and equality in all of its activities based on the values of fairness, dignity and respect. The Bigfoot Group will support and develop its employees through providing access to facilities and employment on an equal basis regardless of race, national or ethnic origin, disability, age, gender, sexual orientation, transgender identity or religion/belief.
This policy builds on the foundation of equality and anti-discrimination legislation and aims to embrace diversity in all of its activities and acknowledges that variety and difference are intrinsic to the success and future development of its business.
The Bigfoot Group expects all employees, contractors and agency staff to act in accordance with this Policy.
The principles of the diversity and equal opportunities policy are:
3. Legislative Framework
This Policy is underpinned by legislation, which places individual responsibilities on staff/service users/visitors.
Under the above Equality legislation it is unlawful to:
The protected characteristic are:
Equal opportunity is a principle that emphasizes that opportunities in employment, education and other areas are available to all. Equal Opportunities in particular relates to a Legal Framework, which makes it illegal to discriminate against people because of a protected characteristic they have.
Diversity is a broader concept that builds upon the progress made through equal opportunities. Everyone is different and diversity is about recognising, respecting and valuing the differences we each bring to work.
Equal opportunities and diversity work together by identifying and addressing any inequalities and barriers faced by people and by valuing, learning and benefiting from the diverse cultures in society and our staff.
Direct discrimination occurs when an individual is treated less favourably than another because of a protected characteristic they have.
Discrimination by association
This is direct discrimination against someone because they associate with another person who possesses a protected characteristic.
This is direct discrimination against and individual because others think they possess a protected characteristic. It applies even if the person does not actually possess the protected characteristic.
Indirect discrimination occurs when a provision, criterion or practice is applied universally, but its effects disadvantages people who share a protected characteristic.
Harassment is uninvited and unwanted behaviour related to a protected characteristic and makes a person feel intimidated or humiliated.
Victimisation is where someone is treated less favourably because they have made a complaint about discrimination or harassment or have given evidence relating to a complaint.
It is essential that all members of The Bigfoot Group behave with dignity, courtesy and respect and to act in a non-discriminatory manner at all times. This includes promoting good relationships between different groups of staff and ensuring equality of opportunity.
Recruitment and Selection
Grading and Promotion
Discipline and Grievance
All staff who believes they have been subjected to discrimination or harassment have the right to seek redress.
Staff may seek advice from their supervisor. Complaints should be submitted in accordance with the Grievance Procedure.
Verbal or physical abuse by anybody will not be tolerated. The Bigfoot Group may discipline staff who are found to be abusive.
This policy will be reviewed at regular intervals to ensure it remains in line with legislation and the organisations principles.
Policy last update 20/11/2018